Career Regret among University Students from Turkey: A Test of the Social Cognitive Career Theory

Published VersionDrawing on the Social Cognitive Career Theory satisfaction model (Lent & Brown, 2006; 2008), the current study aimed to test the predictors of career regret among university students. Survey data was collected from 180 university students from Turkey. The results of the multiple serial mediators model (Model 6) test using PROCESS macro (Hayes, 2018) showed that higher levels of negative affect was associated with career regret because of low career self-efficacy and outcome expectations from one’s career. This study has extended the Social Cognitive Career Theory satisfaction model (Lent & Brown, 2006; 2008) by testing career regret as an outcome. Using the findings of this study, career counselors can identify clients who are at risk of developing career regret and work on enhancing their self-efficacy as well as outcome expectations to minimize future career regret

Abusive supervision

1 online resource (127 pages) : illustrationsIncludes abstract and appendices.Includes bibliographical references (pages 83-103).Over the past few decades, scientists and practitioners have shown a great deal of interest in the topic of abusive supervision. The first generation of abusive supervision researchers focused on defining abusive supervision and understanding its consequences. Recently, the second wave of abusive supervision research has turned its attention to understanding what makes a supervisor abusive. The current study falls under the second wave of abusive supervision research. Drawing on abusive supervision, contextual leadership, and social identity theories, I examined the effect of rejection by subordinates (i.e. an acceptance threat) on the abusive behaviours of supervisors. Using the data collected from two samples of full-time employees and supervisors, I conducted an experiment and a longitudinal study. Overall, the results supported the claim that rejection by subordinates lead to abusive supervision via increased levels of frustration. However, the relationship between rejection, frustration, and abusive supervision did not change depending on supervisors' identification with leadership role. I discuss the theoretical and practical implications of these findings at the end of this dissertation